1.A study on total rewards management in Philippine Healthcare Companies: An occupational issue
Virgel C. Binghay ; Sophia Francesca Lu ; Jinky Leilanie Lu
Acta Medica Philippina 2022;56(1):42-52
Introduction:
Companies and hospitals in the healthcare industry, like other businesses, are not exempted from the rising labor costs and growing dissatisfaction among employees. The assessment and optimization of total rewards management (TRM) are important since TRM consists of monetary and non-monetary rewards given to employees in exchange for their time, talents, and efforts.
Objective:
This study assessed the TRM in Philippine healthcare companies. This study also looked into the organizational structure of various health-service companies and their TRM, and the difference between companies with TRM and without TRM in terms of pay, benefits, work-life balance, career development, and performance recognition.
Method:
A total of 74 human resource personnel were randomly sampled from healthcare companies in the Philippines. A survey questionnaire was administered with items on TRM philosophy divided into five parts – pay, benefits, work-life balance, career development, and performance recognition. High mean scores per TRM component correspond to higher levels of agreement to positive statements to the corresponding TRM component. Chi-square test was used to determine the association between various demographic variables and the existence of a TRM philosophy in a company. T-test was used to determine whether the differences in the mean scores per TRM component were statistically significant or not.
Results:
Less than half (44%) of the included companies have TRM and companies in Metro Manila were more likely to have an existing TRM philosophy. Companies in the healthcare sector usually disseminate information on TRM during town hall meetings, and not during onboarding. Employees in the healthcare companies had strict work schedules as most employers did not allow flexi-time arrangements. This may have contributed to burnout and stress that are common in most companies. Lastly, employees working in companies with a TRM philosophy do not experience significantly better pay, benefits, work-life balance, career development, and performance recognition than those working in companies without TRM.
Conclusion
These findings suggest that even companies with an established TRM philosophy need significant improvement in their TRM processes for TRM to translate to better pay, benefits, work-life balance, career development, and performance recognition.
Work-Life Balance
2.A realist review of effective university-based wellness programs on physical activity, occupational balance, and vocal health
Mary-Grace D.P. Kang ; Frances Rom M. Lunar ; Raiza Mariae R. Ruiz ; Carlos Dominic D. Olegario ; Kristofferson G. Mendoza ; Marvin Louie S. Ignacio ; Paul Christian G. Reyes ; Treisha Naedine H. Santos ; Michael C. Valdez ; Micah Marie B. Tutor ; Maria Eliza R. Aguila
Philippine Journal of Health Research and Development 2024;28(1):10-17
Background:
Wellness programs can be implemented in a university setting and may include varied elements such as physical activity, occupational balance, and vocal health. However, there is limited information that highlights and synthesizes why and how these programs work. Therefore, this study aimed to understand effective programs on physical activity, occupational balance, and vocal health for university constituents in relation to the implementation contexts, mechanisms, and outcomes (CMO).
Methodology:
Guided by the Health Belief Model in the context of a realist review design, the researchers conducted an iterative search among seven peer-reviewed electronic databases in the health and education fields using a predetermined set of eligibility criteria.
Results:
The search identified 6564 records, of which programs from 20 records contributed to data synthesis. Nine CMO statements were created, with physical activity programs accounting for most configurations. Key themes identified were tailored and individualized interventions, medium-term incentivization, lifestyle education programs utilizing information and communications technology, interdisciplinary multi-component programs, use of self-monitoring strategies, social support, and shared experiences among employees and students. Analysis of the mechanisms of these effective university programs revealed processes and structures that were consistent with elements of the Health Belief Model.
Conclusion
Effective university-based PA programs result from a health-supporting culture among staff and students, utilizing self-based, technological, and social approaches that target and address individual and organizational behaviors in physical activity, occupational balance, and vocal health. This realist review provides practical information that may guide the development of university-based programs and policies targeting these areas of wellness.
Exercise
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Work-Life Balance
3.A descriptive cross-sectional study on the motivation of work-from-home office workers in the National Capital Region.
Clark Anthony Trovela ; Jennifer Marie L. San Juan ; Marian Angelica C. Tria ; Sofia Kairie T. Tria ; Katrina Isabel G. Trinchera ; Albertito Luis V. Tuazon ; Christine Joyce J. Tumabini ; Maria Penafrancia L. Adversario ; Maria Lourdes D. Sta. Ana
Health Sciences Journal 2023;12(1):57-65
INTRODUCTION:
The landscape of work has changed since the start of the COVID-19 pandemic as more
companies shifted from face-to-face to the work-from-home (WFH) setup. This change has affected several
aspects of human life especially the motivation to WFH. The study aimed to determine the motivation
of WFH among office workers in the National Capital Region (NCR) from March 2020 to February 2022
METHODS:
Using a descriptive cross-sectional study design, an online survey of WFH office workers around
the NCR, Philippines was conducted. A 26-item questionnaire on motivation covering dimensions of
availability (flexibility), safety (work-life balance), and meaningfulness (work performance) was used. Data
was analyzed using SPSS version 24.
RESULTS:
A total of 252 respondents were included in the study, with a majority identifying as females
aged 21 to 30, never married, and college graduates. Additionally, respondents reported having one to
five years of work experience and were employed in professional/technical/managerial fields. Regarding
the impact of remote work, the findings indicated that most individuals who worked from home (WFH)
felt motivated by this setup due to its positive effects on availability, time and cost savings from reduced
commuting, and the flexibility it provided for managing their schedules according to personal preferences.
Furthermore, in terms of safety and conducive work environment, WFH office workers expressed agreement
that the remote work setup contributed to a favorable work environment, leading to increased job
satisfaction. This setup allowed them to effectively balance work responsibilities with personal and family
commitments. The study also revealed that WFH office workers perceived a sense of meaningfulness in
their work, as they felt trusted and valued by their employers. This sentiment contributed to their overall
well-being, both physically and mentally
CONCLUSION
Work-from-home office workers are generally always motivated in terms of availability
(flexibility), safety (work-life balance) and meaningfulness (work performance).
motivation
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flexibility
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work-life-balance
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work performance
4.Globalization as a component of the job demands-resources model on employee work-life balance in an American BPO in the Philippines
Philippine Journal of Health Research and Development 2019;23(3):39-47
Background: The sense of control that employees experience when they are able to remain competent and efficient in the workplace while enjoying a healthy personal life with enough time for leisure activities is referred to as work-life balance. In the workplace, while employees must remain focused and efficient amidst numerous tasks, it is imperative that they maintain a degree of satisfaction and contentment with regard to their personal life.
Objective: This study aimed to examine the effect of globalization on employees' work-life balance in an American BPO situated in the Philippines. This was examined by testing whether the data obtained from Company X followed the Job Demands-Resources Model (J D-R Model).
Methodology: Data were collected by administering an online survey using convenience sampling. Categorical Principal Component Analysis (CatPCA) was used for easier interpretation of the linear combinations of categorical variables. Cronbach's Alpha tested the reliability of the data. Bivariate relationships were then explored using the bivariate Pearson Correlation. Finally, the Path Analysis was utilized to determine how significant and to what degree the causal relationships are among the variables being investigated.
Results: The study has proven that the J D-R model is a promising framework to establish the relationship between globalization and work-life balance. The data gathered in this study revealed that employees who were provided with increased job resources experienced job satisfaction that resulted to positive work-life balance. Likewise, a decrease in burnout is significantly related to work-life balance. Although globalization is not significantly associated with work-life balance, it is significantly correlated with role conflict, a component that is related to exhaustion.
Conclusion: Globalization has no direct effect on the work-life balance of employees working in Company X.
Work-Life Balance ; Internationality ; Job Satisfaction ; Burnout, Psychological